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POSITION SUMMARY:

The Senior HR Business Partner (SHRBP) position reports to the CHRO and is responsible for aligning business objectives with employees and management in assigned business units. This strategic HR position formulates partnerships across the HR function to deliver value-added service to management and employees that reflects the business objectives of the organization. The SHRBP maintains an effective level of business literacy about the business unit's financial position, its midrange plans, its culture and its competition. This position may have supervisory responsibilities but primarily serves as a coach and mentor for other positions in the department; and acts as a leadership coach around a host of HR-related issues like workforce development, staffing strategies, performance and development, leadership practices, labor management and employee engagement.

QUALIFICATIONS:

Required: Bachelor's degree in business or HR related discipline, minimum of 5 years of experience resolving complex employee relations issues. Working knowledge of multiple human resource disciplines, including compensation practices, organizational diagnosis, employee and union relations, diversity, performance management, and federal and state respective employment laws. Excellent verbal and written communication skills, interpersonal and customer service skills, organizational skills, and attention to detail. Ability to comprehend, interpret, and apply the appropriate sections of applicable laws, guidelines, regulations, ordinances, and policies. Ability to acquire a thorough understanding of the organization's hierarchy, jobs, qualifications, compensation practices, and the administrative practices related to those factors. Excellent time management skills with a proven ability to meet deadlines. Effective Project Management skills for implementing HR programs in business units. Strong analytical and problem-solving skills, including ability to generate reports (or partner to get reports from HRIS), structure data in viewable formats such as graphs/charts to tell a story and support management decision making. Proficient with Microsoft Office Suite or related software. Proficient with various web-based HR service delivery systems (HRIS, ATS, etc.)

Preferred: Master's degree in a related discipline, Project Management training or certifications, data analysis and reporting training with demonstrated experience delivering data-driven HR solutions. PHR/SPHR/SHRM- CP/SHRM-SCP Certification. Experience in a healthcare setting.

Lic/Reg/Cert: SHRM Certified Professional (SHRM-CP) or SHRM Senior Certified Professional (SHRM-SCP) credential or ability to obtain certification within one year of employment.

TYPICAL PHYSICAL/MENTAL DEMANDS:

Prolonged periods of sitting at a desk and working on a computer. High stress, many interruptions; ability to communicate with all types of personalities. Ability to work independently as well as with others. Must maintain strict confidentiality. Must be able to lift up to 15 pounds at times.

ESSENTIAL JOB FUNCTIONS:

• Conducts regular (e.g., weekly, bi-weekly, or monthly) meetings with respective business units. Participates in leadership meetings with assigned portfolio partners as requested.
• Consults with line management, providing HR guidance when appropriate on a range of HR topics. Utilizes consultative approach with multiple assigned client groups.
• Provides data analysis and reporting to support business groups. Analyzes trends and metrics in partnership with HR & Finance team members to develop solutions, programs, and policies. Presents HR operational data and builds business cases for new HR programs.
• Manages and resolves complex employee relations issues. Conducts effective, thorough, and objective investigations.
• Supports labor management processes for union employees including grievance process management, labor negotiations support and staffing committee involvement.
• Maintains in-depth knowledge of legal requirements related to day-to-day management of employees, reducing legal risks, and ensuring regulatory compliance. Partners with the legal department as needed/required.
• Provides day-to-day performance management guidance to line management (e.g., coaching, counseling, career development, disciplinary actions).
• Works closely with management and employees to improve work relationships, build morale, and increase productivity and retention.
• Provides HR policy guidance and interpretation.
• Develops contract terms for new hires, promotions, and transfers.
• May assist international employees with expatriate assignments and related HR matters. This will be done in cooperation with legal and talent acquisition.
• Provides guidance and input on business unit restructures and manages change plans, including layoffs.
• Partners to build workforce development programs that meet future business needs for talent. This is a boundary - spanning function and may require work in the community, with education partners and key stakeholders across the organization.
• Identifies training needs for business units and individual executive / leadership coaching needs. Provides leadership coaching and mentoring either directly or through outside partners.
• Conducts succession planning and leadership identification in assigned business units. Coordinates with HR team and executives for identification and development processes.
• Participates in evaluation and monitoring of training programs to ensure success. Follows up to ensure training objectives are met. May deliver HR-specific trainings.
• Supports organizational design to meet business challenges and changes in a proactive manner.

Salary is dependent upon experience:

• HR Business Partner: $30.96 - $45.98
• Sr. HR Business Partner: $38.34 - $60.60

Equal Opportunity Employer
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